AH Reserves & Workforce Fusion

A vacancy will arise for a Group Captain Any Profession to serve as AH Reserves & Workforce Fusion at HQ Air Command on Full Time Reserve Service (Limited Commitment) Terms and Conditions of Service (TCoS) with a proposed start date of 14 December 2026. The role can be delivered on a hybrid working basis according to Service need and the needs of the individual.

AH Reserves & Workforce Fusion works to Hd Career Management within the D People AOR and is responsible for providing subject matter expertise on all aspects of Reserve Service and other non-Regular workforce substitution options. Their AOR also comes under the overarching RAF Reserves Directorate umbrella and as such there is a matrix management arrangement in place to Commandant General Royal Auxiliary Air Force & Director Reserves.

There are 6 main elements to the role with responsibilities as follows:

Reserves Operations and Training.

• Provision of policy SME for mobilisation and utilisation of the Active and Strategic Reserve.
• FSens and FGen of the RAF Reserves all cohorts.
• Primary link into 22 Gp for all RAF Reserves Training - P12 & 3
• Development of overseas training opportunities.

Reserves Support.

• Provision of higher-level HR Support to the FTRS ADC and established VeRR cohorts.
• FTRS ADC and VeRR policy development and casework.
• Co-ordination of the Reserves Promotion Selection Boards.
• A1 assurance.

Reserves Personnel Management Centre.

• Provision of higher-level HR Support to the PTVR Sponsored Reserves and BSG/CSG VeRR personnel.
• PTVR Sponsored Reserves and BSG/CSG VeRR policy development and casework.
• Delivery of the HQ Air element of the mobilisation engine.
• OC and WO Command Appointment Boards.

Reserves Careers Advisors. Delivery of a careers advice function to RAF Reserves of all cohorts.

RAF Employer Engagement. Lead for all RAF employer engagement activity including management of the RAFs Air Regional Employer Engagement Officers.

Supply Fusion. The delivery of alternate resource solutions to mitigate Regular Capability gaps. This includes:

• Contingent labour industry secondments fee earners and off payroll workers.
• Lateral approaches (Rejoiners Transferees Lateral Entry and Zig Zag Career Pathway).
• Management and governance of the BSGs and CSG.